Companies who fail to prioritize employee engagement often cite financial reasons – but Kruse says that’s a mistake. “It doesn’t cost a lot of money,” he says. “People will feel engaged with their boss and their company if there’s a feeling of growth, appreciation, and trust.” Growth may include promotions or raises, says Kruse, but there are also other considerations: “You don’t have to get promoted to feel like you’re being challenged and advancing on the right career path.” Similarly, recognition isn’t just about cash bonuses; sometimes a handwritten thank you note or public praise from the boss can be just as meaningful. And trust, says Kruse, is based on an employee’s belief that his or her leadership team is headed in the right direction: “I know there’s a plan, and I fit in.”
Read full post written by Dorie Clark at forbes.com
